When you have a vacancy that needs filling, you want to find the perfect employee for the role. You want someone who will get the job done to the best of their ability, who fits in with the company culture, and can help you grow your business. The hiring process can be a lengthy and difficult business, and if you make a mistake it can be disastrous for your company. The wrong candidate can inhibit productivity, cause tension in the office, and potentially make severe errors that cost your business time and money. Unfortunately, an applicant often only shows their true colors once it’s too late.
So how can you avoid this and find the perfect candidate?
For business owners and hiring managers looking to onboard a new staff member, there are some techniques and strategies you will need to adapt to ensure success. The seven tips outlined below will help you separate the good from the bad, and land the ideal applicant to take your business into the future.
Consider working with an agency
There are many different ways to post a job vacancy. You could use your own social media channels, post to a job board, or even work with a recruitment agency. A recruitment agency will cost you, but it will get your job advert out to a much larger audience and expose you to a wealth of additional candidates you otherwise wouldn’t have access to. Come up with a hiring strategy and decide whether you want to use an agency or promote your position organically.
Write the perfect job advert
You probably have a clear idea of exactly who you are looking to add to your team, and you need to make this clear when putting your job advert out there. The job description should outline exactly what you are looking for, from the experience and qualifications required, to the job functions the applicant will be expected to fulfill. The more detail you can provide, the more likely you are to deter any unsuitable candidates from applying. This means you will have already narrowed down your options before you’ve even met anyone.
You may have a lot of applicants to sort through, and you don’t want to waste time interviewing dozens of people who don’t make it through the hiring process. You can save yourself some time by giving each applicant a pre-screening interview. This can take the place of a phone call or even a follow-up email with a few questions. This will give you a clearer idea of the personality of the applicant and will help you decide who you want to proceed to the next stage of the process.
Ask the right questions
The in-person interview is the most crucial step of the hiring process, as it’s when you really start to learn who they are. If you want to dig deep into their personality and abilities, you need to make sure you ask the right questions. This will help you separate the candidates who meet the minimum requirements from the superstars who will transform your business. Allow each applicant to talk about their prior experience and how it will transfer to their new role, and ask them what they can bring to your business. Throughout the interview, you should be making note of their personal attributes like social skills and confidence.
Assess for culture fit
A candidate could be perfect on paper, but if they don’t fit into your workplace then they might end up doing more harm than good. A good atmosphere within your office is of utmost importance, as it ensures your team is happy and productive at all times. If your new hire doesn’t get on with their colleagues or doesn’t want to get involved with social activities then this raises a red flag. They might struggle to establish good working relationships which could end up holding you back.
Vet each candidate
You can’t just take a candidate’s word for it that they are the perfect fit for the role. It’s always a good idea to do a background check just to make sure they are who they say they are, and there are no skeletons in their closet that will come back to haunt you. Have a look online for their social media profiles and give them a quick browse. Although their personal life should remain separate from their professional life, it might raise any troubling opinions or hobbies you want to steer clear of. Conduct background checks with former employers and review their educational credentials. Other checks, such as credit history or criminal records are a good idea too. You don’t want to hire someone only to later find out they have an extreme DUI conviction.
Treat your staff well
Just as important as hiring the right people is employee retention. It’s one thing to bring the perfect candidate on board, but you also want to ensure they stick around. If your office has an unpleasant atmosphere or a negative working culture then your staff are going to jump ship and find a new job as soon as they possibly can. As an employer, it is your job to keep everyone happy at work. Make an effort to look after people’s mental health. Workplace stress is becoming something of an epidemic, and you should take care to help people manage their workloads and encourage healthy working habits. Organizing office social get-togethers is a good way for your staff to let off steam and get to know each other outside of a professional setting. If your employees are happy, this will make your company a more desirable place to work and you increase your chances of cultivating a team of winners.
In conclusion, finding the right candidate is not always an easy process. It can take a lot of time to whittle down the applicants and sort the magnificent from the mediocre. But if you follow these tips and assess each prospective employee thoroughly, you will be more likely to make the right decision.
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